Chapter 5: DISCUSSION & SUGGESTION
5.3 Conclusion
The primary purposes of this study were to examine the relationship between leadership styles of nurse managers and job satisfaction staff nurses as well as investigate the moderating of power distance on these relationships in some hospitals in Vietnam. The findings support a positive relationship between TFL and staff nurse job satisfaction. This relationship will strengthen for individuals with low power distance. These findings extend our knowledge in Vietnam situation and contribute to the enhancing job satisfaction in hospital. Nurses want to work in an environment where they are valued and appreciated. According to Burn (1978), in the face of a nursing shortage, nurse leaders must be transformational, to raise others to higher levels of motivation and morality.
In addition, nowadays, following with the progression the Vietnam society, everyone tended to have a positive and open-minded point of view. So do the nurse leader/manager, they didn’t use the leader style of forcing others to obey their rules but apply the appropriate way in leading the nurse staffs by supporting them doing their work, guiding them for the clear
understanding about organization’s goals. It not only helped increasing staffs job satisfaction but also accomplish the objectives of organization.
33
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Appendix A: The questionnaires of the survey- English version
Dear my colleagues
I am undertaking the Master thesis of health care administration at college of Medicine I-shou University. In fulfillment of my thesis, the topic have been chosen is “the moderating role of power distance in the relationship between head nurse leadership style and nursing staff job satisfaction at private hospitals in Vietnam”.
I would be very grateful if you could complete the questionnaire through the following link.
Please feel assured that your anonymity and the information you will give will be treated with the strictest confidentiality. The questionnaire can take several minutes of your time.
Please answer the questions as honestly as possible. If you have questions at any time about the survey or the procedures, you may contact to me by the mail address or the phone number specified below.
Thank you very much for your cooperation.
Yours Faithfully Pham Thi Thuy Gmail: Emmapham287@gmail.com Phone number: 0981489534
44
Part 1. Please rate the following statement by putting a check on the blank:
(
1= not at all 2= once in a while 3= sometimes 4= fairly often 5= frequently, if not always) My head nurses:Items 1 2 3 4 5
Articulates a vision
Provides an appropriate model
Facilitates the acceptance of group goals
Make it clear that he/she expects a lot from us all of the time Insists on only the best performance
Will not settle for second best
Acts without considering my feelings Shows respect for my personal feelings
Treats me without considering my personal feelings Considers my personal feelings before acting
Challenges me to think about old problems in new ways Asks questions that prompt me to think about the way I do things
Has stimulated me to rethink the way I do things
Has ideas that have challenged me to reexamine some of my basic assumptions about my work
Always gives me positive feedback when I perform well Gives me special recognition when my work is very good Commends me when I do a better than average job
Personally compliments me when I do outstanding work Frequently does not acknowledge my good performance
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Part 2. Please rate the following statements by putting a check on the blank.
(1= strongly agree, 2=disagree, 3=neutral, 4= agree, 5= strongly agree)
Items 1 2 3 4 5
Head nurses should make most decisions without consulting subordinates
Head nurses should avoid off-the-job social contacts with employees Head nurses should seldom ask for the opinions of employees
It is frequently necessary for a manager to use authority and power when dealing with subordinates
Staff nurses should not disagree with head nurses decisions Head nurses should not delegate important tasks to employees I feel a personal sense of responsibility to bring about change at work It’s up to me to bring about improvement in my work-place
I feel obligated to try to introduce new procedure where appropriate
Correcting problem is not really my responsibility.
I feel little obligation to challenge or change the status quo.
In general, I like my job
If I may choose again, I will choose to work for the hospital I often think of leaving the hospital
All in all, I am satisfied with my job here
If a good friend of mine told me that he/she was interested in working in a job like mine I would strongly recommend it
The relationship between head nurses and me is very good
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Part 3. Answer the following questions by putting a check on the blank before the choice (1= not at all, 2= once in a while, 3= sometimes, 4= fairly often, 5= frequently but if not always)
Items 1 2 3 4 5
Do you usually know how satisfied your head nurse is with what you do?
How well do you feel that your head nurse understands your problems and needs
How well do you that your head nurse recognizes your potential Regardless of how much formal authority your head nurse has built into his or her position, what are the chances that he or she would be personally inclined to use power to help you solve problems in your work?
Regardless of the amount of formal authority your head nurse has, to what extent can you count on him or her to “bail you out” at his or her expense when you really need it
I have enough confidence in my head nurse that I would defend and justify his or her decisions if he or she were not present to do so
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Part 4. Please answer all of the following questions as they describe you 1. What do you consider the biggest problem on the job?
Pay Patient/ Family Attitudes Colleagues Shift/ Hours
Lack of respect from MD Other Lack of support from management
2. What is your highest level of education completed?
Intermediate degree (two years) Bachelor’s degree Other College degree (three years) Master’s degree
3. What is your marital status?
Single, never married Married Separated In committed relationship Widowed Divorced
4. How long have you worked at the hospital?_________________________________
5. Which department do you work? __________________________________
6. How old are you? __________________________________
7. What is your ID? __________________________________
8. What is your mail address or phone number?________________________________
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Appendix B: The questionnaires of the survey- Vietnamese version (Bảng câu hỏi điều tra)
Thân gửi các đồng nghiệp của tôi!
Hiện tôi đang thực hiện luận văn tốt nghiệp thạc sĩ khoa Quản trị Bệnh viện tại trường y khoa Nghĩa Thủ. Đề tài mà tôi chọn là vai trò điều hòa của khoảng cách quyền lực lên mối quan hệ giữa lãnh đạo điều dưỡng và điều dưỡng viên tại một số bệnh viện tư nhân ở Việt Nam. Bạn yên tâm rằng mọi thông tin bạn điền theo các bảng dưới đây được giữ an toàn, bảo mật tuyệt đối, nên tôi mong các bạn trả lời một cách trung thực. Việc làm này sẽ tốn chút thời gian của bạn. Nếu bạn có bất cứ thắc mắc gì có thể liên lạc với tôi theo địa chỉ mail ở dưới.
Cảm ơn rất nhiều sự hợp tác của các bạn Thân ái, Phạm Thị Thủy E-mail: Emmapham287@gmail.com Số điện thoại: 0981489534
Phần 1: Tích vào ô mà bạn cho là đúng nhất
(
1= không bao giờ, 2= hiếm khi, 3= thỉnh thoảng, 4= thường xuyên, 5= luôn luôn như vậy) Điều dưỡng trưởng của tôi:Mục 1 2 3 4 5
có tầm nhìn rõ ràng
cung cấp một mô hình chăm sóc phù hợp
dùng quyền lực của mình để thúc ép nhân viên chấp nhận mục tiêu chung của bệnh viện
luôn thể hiện rõ ràng sự kỳ vọng ở điều dưỡng viên.
chỉ khăng khăng chú trọng vào kết quả tốt nhất
49
Bảo thủ trong công việc
Tiến hành công việc mà không cần xét đến cảm nghĩ của tôi
Thể hiện sự tôn trọng đối với cảm nghĩ của tôi (V)
đối đãi mà không cần quan tâm đến cảm nhận cá nhân của tôi.
quan tâm đến cảm nghĩ của tôi trước khi thực hiện bất cứ vấn đề gì
khuyến khích tôi đưa ra những cách ( hướng ) giải quyết mới cho những vấn đề đã xảy ra.
đưa ra các câu hỏi nhằm thúc đẩy tôi suy nghĩ về hướng giải quyết các vấn đề.
khuyến khích tôi xem lại các cách giải quyết mà tôi đã thực hiện.
đưa ra ý kiến để tôi xác nhận lại vài giả thiết cơ bản trong công việc
luôn luôn có những phản hồi tích cực khi tôi làm việc tốt đặc biệt chú ý khi tôi hoàn thành công việc một cách xuất sắc.
tới tôi khi công việc đạt hiệu quả tốt
phê bình tôi ngay cả khi quả công việc cao hơn mức trung bình.
đích thân khen ngợi khi tôi hoàn thành xuất sắc công việc.
thường không công nhận những biểu hiện tốt của tôi.
50
Phần 2. Tích vào ô mà bạn cho là đúng nhất
(
1= không bao giờ, 2= hiếm khi, 3= thỉnh thoảng, 4= thường xuyên, 5= luôn luôn như vậy)Mục 1 2 3 4 5
Điều dưỡng trưởng nên đưa ra hầu hết những quyết định mà ko cần tham vấn ý kiến của cấp dưới
Điều dưỡng trưởng nên tránh các mối liên hệ ngoài công việc với nhân viên
Điều dưỡng trưởng nên ít khi hỏi về ý kiến của nhân viên
Điều dưỡng trưởng thường xuyên cần đến địa vị và quyền lực khi đối xử với cấp dưới
Điều dưỡng viên không nên phản đối với các quyết định của điều dưỡng trưởng
Điều dưỡng trưởng ko nên giao phó những nhiệm vụ quan trọng cho
Điều dưỡng trưởng ko nên giao phó những nhiệm vụ quan trọng cho